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B U S I N E S S A N D S U S T A I N A B L E D E V E L O P M E N T R E P O R T
2010
DEVELOPING
SkILLS AND
SUPPORTING
CHANGE
NEW INTERNATIONAL TRAINING SEMINARS
As training plays a key role in the development of skills, the Group
stepped up its effort in this area last year with a budget allocation
up by 30.1% on 2009. New facilities in 2010 included the
creation of a School of Marketing and Sales to train 800 marketing
and sales managers in the most advanced skills in their field.
In its first year, 155 managers already took part in these
seminars. A new ‘Leader’ management training programme to
support the Group’s expansion was set up in liaison with the IMD
Business School in Lausanne, Switzerland. Another initiative, the
e-learning ‘Global English’ revision module, has already been
taken up by almost 500 employees worldwide.
DECENTRALIZED TRAINING
Working within the framework of training priorities defined by the
Group, each subsidiary develops its own training provision
adapted to local needs. One example is the Groupe SEB Supor
Academy launched in Hangzhou, China, in 2009, which provided
training for more than 1,000 employees in 2010. This structure
has integrated several Groupe SEB Academy modules, notably in
the areas of leadership, corporate values and management practices.
Meanwhile, in France, an extensive programme of training
was carried out during 2010 in the context of advance planning
for careers and skills. This training aims to improve employability,
in particular for those with low levels of qualification.
SD SPOTLIGHT
rLABOUR RELATIONS: SHANGHAI PLANT ATTRACTS PRAISE
Calogero franchina, Manager of SSEAC, the Group’s industrial plant in Shanghai, China
“At SSEAC, we attach high importance to labour relations and work very effectively with trade union representatives.
Our approach was commended in June 2010 with the accolade “Model company for harmony in working relations”.
Following two social audits, we were singled out for this award by the Labour Administration, the Trade Union Federation
and the Employers’ Association of Minhang. Among the noted achievements of our human resources policy in 2010 was a
training course aimed particularly at migrant workers from distant rural areas, who form a large part of the workforce.
The course explained their labour rights and how to protect them. More generally, we also strive to ensure good working conditions. We have, for
example, just installed air conditioning to reduce the heat in workshops during the summer, something which, in general, is not done locally.”